Why Geographic Hiring Requirements Are Killing Your Talent Pool

What happens when you force top talent to choose between their dream job and relocating to a specific city? You lose them to your competitors.

In this episode of The Procurement Pulse, host Friddy Hoegener, Co-Founder and Head of Recruiting at SCOPE Recruiting, sits down with David Heacock, Founder and CEO of Filterbuy, who learned this lesson the hard way when his attempt to centralize remote workers in Atlanta became a "largely failed experiment."

David shares how Filterbuy's $280 million manufacturing company discovered that the best candidates for niche roles often live in completely different zip codes, and why high-performing candidates will exclude companies that force in-office requirements from their job search entirely.

But this isn't just about remote work policies. David reveals his systematic approach to building authentic corporate culture in a distributed workforce, including his three-pronged framework for values that actually work: Model it, Articulate it, and Incentivize it. He also explains why quarterly in-person meetings are non-negotiable and how to hire and fire based on cultural fit even when it means letting go of high performers.

What We Discuss:

00:00 Why geographic hiring requirements limit your talent pool

00:45 The failed Atlanta office experiment

01:46 The difference between managing remote vs. in-person teams

02:08 The importance of quarterly in-person meetings

03:01 Building corporate culture with clear values

04:09 The three-pronged approach to authentic company values

Connect with us:

SCOPE Recruiting | https://www.scoperecruiting.com/ Connect with Friddy | https://www.linkedin.com/in/fhoegener/

Connect with Evan | https://www.linkedin.com/in/evan-cave

David Heacock | https://www.linkedin.com/in/davidfilterbuy

Filterbuy | https://www.linkedin.com/company/filterbuy

About Procurement Pulse: Real conversations with supply chain and procurement professionals who've been on both sides—building teams, solving problems, and staying ahead of what's coming next.

About SCOPE Recruiting: Every recruiter at SCOPE is a former supply chain professional. Freddy and Melissa, both former ABB global category managers, started the company because they were tired of recruiters who didn't understand the roles they were filling. The result? Better matches, higher retention rates, and fewer headaches for everyone involved.

If you're building a supply chain team and the usual recruiting approach isn't working, check out scoperecruiting.com.